Nearly 9 in 10 businesses (89%) only become aware of an employee’s neurodivergence after they have been hired, a new survey reveals. The delayed discovery leaves employers unable to provide the necessary support from the outset, potentially affecting both the employee’s performance and workplace inclusion.
The findings also show that more than half (56%) of HR consultants surveyed by consultancy firm The HR Dept for the study have worked with multiple businesses facing this challenge in the past year, while 79% report an increase in such cases compared to the previous year. The statistics suggest that despite growing awareness of neurodivergence, the stigma around disclosing it during the hiring process persists.
Disclosure Fears Persist
Sue Tumelty, founder and executive director of The HR Dept, attributed the delay in disclosure to ongoing fears of being discriminated against. “This isn’t beneficial to anyone,” she said. “Not only is an employee going without the support they need but the employer’s ability to accurately assess how the new employee is progressing is also hampered.”
Tumelty emphasised the need for businesses to foster a more inclusive environment that encourages transparency during the hiring process.
“Clearly, there is still a stigma attached to neurodivergence which is dissuading candidates from being upfront about their needs. More must be done to ensure that businesses are effectively alleviating any fears candidates may have and are able to cultivate an inclusive environment that makes it easy and comfortable for interviewees to be transparent about their additional support requirements.”
Specialised support was needed for employers, said Tumelty, so that they could better understand how to foster a more inclusive workplace and interview environment.
Employers ‘Lack Confidence and Knowledge’
The survey highlights gaps in employers’ understanding of neurodivergence and their ability to make reasonable adjustments. Sixty-four percent of HR consultants believe employers lack some understanding of what these adjustments entail, with 22% identifying a significant knowledge gap. Over half (56%) of respondents said employers lack confidence in implementing adjustments, with 17% describing this lack of confidence as severe.
Lucy Westlake, director of The HR Dept for Norwich and the East Coast, said the lack of understanding hindered progress.
“Employers already have a huge amount to juggle, and whilst awareness is improving and many are eager to do better, the lack of understanding and confidence around the topic is simply stalling engagement,” she said.
“There needs to be better support and training available to help employees who suspect they are neurodivergent, particularly around discovering ways of working that will enable them to work to their full potential.”
Mismanagement Fears Holding Employers Back
Fear of mismanaging neurodivergent employees is another significant barrier. Tumelty pointed to the importance of distinguishing between behaviours linked to neurodivergence and general misconduct.
“Ways of behaving that are brought on by neurodiversity and those that can be avoided, such as misconduct or being rude, are entirely different,” she said. “Employers need to feel confident in carrying out their usual disciplinary processes when appropriate, particularly when the wider workforce is at risk of being detrimentally impacted.”
Westlake added: “If employers can recognise that everyone communicates and processes information differently and are able to take a more flexible approach to internal communications, training and assessments, the entire workforce will benefit.”
